Hatch - A good starting place for engineering graduates - Recensione dipendente - Graduate Engineer presso Hatch

4,0
18 ott 2008
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Good range of projects graduates can work on. Supports professional development in becoming an Australian charter engineer. Large global company with solid performances over the years. Opportunities to work overseas. Good global project management systems in place.

Svantaggi

Remote Locations of work and limited opportunities for promotion. Renumeration is slightly below industry average. Not a fun place to work at. Corporate culture in Australia lacks vibrance. Most people tend to be boring to work with. Due to its heavy focus in the traditional iron & steel business sector, its performance is dependent on the mining industry. Knowledge management system in place is sub-standard comparing with some other engineering companies. Low public exposure.

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5,0
1 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

great work environment, very communicative and collaborative. Easy and open communication with PMs and upper leadership.

Svantaggi

need to be proactive to get work, especially if you're new. lot of travel, pro or con depending on your outlook.

1
3,0
18 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Exceptional project exposure across major U.S. transit, infrastructure, and energy pursuits — the portfolio and client roster are genuinely impressive and great for your professional brand The LTK Engineering Services acquisition brought in a strong, collaborative office culture that is noticeably more grounded and people-focused than the broader Hatch Ltd (Canadian entity) culture Strong brand recognition in the A/E/C space that opens doors with major public agencies

Svantaggi

Hired under the Client Action Team structure, which led to significant instability — multiple management changes in a short period with little transparency or consistency Overlapping time zones and regional boundaries create constant coordination friction; the flat hierarchy sounds good on paper but breaks down quickly when accountability is unclear and no one owns decisions Zero flexibility on in-office requirements — no hybrid accommodation even when the nature of the work doesn't require it Promotions are not merit-based. Advancement appears tied to visibility metrics like road safety observations and office attendance rather than the quality or impact of your work — deeply frustrating for high performers

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